1. Chapter 3 Frameworks for Diagnosing Organizations “What” to
Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making
organizational modifications (the how to change as outlined in
Chapter 2) and the ability to diagnose organizational problems
and take actions to change an organization.
· Determining what needs changing requires clear
organizational frameworks. Change leaders need to comprehend
the complexity and interrelatedness of organizational
components: how analysis needs to occur at different
organizational levels, and how organizations and their
environments will shift over time, requiring further analysis and
action.
· This chapter outlines several frameworks that one can use to
analyze organizational dynamics:
1 Nadler and Tushman’s Congruence Model balances the
complexity needed for organizational analysis, and the
simplicity needed for action planning and communication, and
provides the over-arching structure for this book;
2 Sterman’s Systems Dynamics Model views the nonlinear and
interactive nature of organizations;
3 Quinn’s Competing Values Model provides a framework that
bridges individual and organizational levels of analysis;
4 Greiner’s Phases of Organizational Growth Model highlights
organizational changes that will—inevitably—occur over time
in organizations, from their infancy to maturity; this model is
particularly useful for entrepreneurs who sometimes need to be
reminded that change needs to occur, even in their small start-
up organizations; and
5 Stacey’s Complexity Theory is introduced to highlight the
interactive, time-dependent nature of organizations and their

2. evolutionary processes. • Each framework aids a change agent
in diagnosing a particular kind of organizational issue and
suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change
Path). In this chapter, we deal with what aspects of an
organization to change. Differentiating the process from the
content is sometimes confusing, but the rather unusual example
below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate
the ills of mankind. . . . In the early 19th century, adults with
good health from the country districts of England were bled as
regularly as they went to market; this was considered to be
preventive medicine.1
The practice of bloodletting was based on a set of assumptions
about how the body worked—bloodletting would diminish the
quantity of blood in the system and thus lessen the redness,
heat, and swelling that was occurring. As a result, people
seemed to get better after this treatment—but only in the short
term. The reality was that they were weakened by the loss of
blood. As we know today, the so-called science of bloodletting
was based on an inaccurate understanding of the body. It is
likely that bloodletting professionals worked to improve their
competencies and developed reputations based on their skills in
bloodletting. They worked hard at the how aspects of their craft.
Advances in medicine prove that they did not really understand
the consequences of what they were doing.
Bruch and Gerber differentiate the what and the how in a
leadership question—”What would be the right action to
take?”—and a management question—”How do we do it
right?”2 They analyzed a strategic change program at Lufthansa
that took place from 2001 to 2004. This program generated
more than €1 billion in continuing cash flow. The how questions
focused on gaining acceptance of the change: focusing the
organization, finding people to make it happen, and generating
momentum; and the what questions were analytical, asking what
change was right, what should be the focus, and what can be

3. executed given the culture and situation. Bruch and Gerber
concluded that a focus on implementation was not sufficient. A
clear grasp of the critical needs, the change purpose or vision,
was also essential.3
The two foundational models of this book are the Change Path
Model (Chapter 2) and the Nadler and Tushman’s Congruence
Model (Chapter 3). The latter helps in the analysis of what is
going on in an organization and what components of an
organization need to be changed. That is, it is the “what to
change” model. In any organizational change, both process (how
to) and content (what) are important. Thus, we embed the
Nadler and Tushman model in the four-stage Change Path
Model. Nadler and Tushman help us to understand what gaps
exist between where the organization is and where we want the
organization to be. Like all models, the Nadler and Tushman’s
Congruence Model captures organizational reality from one
perspective; consequently, Chapter 3 describes four additional
organizational models designed to assist change leaders in their
thinking about organizations and the reality that they represent.
For strengths, the Nadler and Tushman’s Congruence Model
gives us a comprehensive picture of an organization, its
component parts, and how they fit together. That is, it asks us to
examine organizational tasks (the work of the organization),
people, informal organization (often thought of as the culture),
and the formal organization (structures and systems) in the
context of an organization’s environment, resources, history,
and inputs. Organizations are dynamic and highly interactive
with their constantly changing environments. Change one aspect
of an organization and other things are affected. Change the
compensation system, for example, and we expect motivation
and efforts of employees to change as well—which they might
or might not do.
Our second model in this chapter, Sterman’s Systems Dynamics
Model, helps us to understand underlying dynamics and to see
potential unanticipated consequences before they happen.
Sterman asks managers to discard their linear, rational,

4. causative view of organizations and to expand their perspectives
to complex, interactive, multi-goal viewpoints.
Much of the change literature and thinking focuses on the
change leader or manager or on those who may be resisting
change. Note that this perspective is at the individual level. If
we focus only at that individual level, we will miss major
environmental factors and system or organizational-level
matters. Our third model of this chapter, Quinn’s Competing
Values Model, reminds us to think of both levels. This model
captures much of the dual reality. It categorizes organizations
into four cultural types with matching roles and skills needed to
effectively operate in each of the organizational cultures.
So, we know that we need to have a process to change (the
Change Path helps). We need to know what to change (Nadler
and Tushman help). We need to understand how systems are
interactive and dynamic (Sterman helps). And we need to think
about levels of analysis: individual and organizational (Quinn
helps). But we also know that both the internal and external
environment changes over time.
In order to help us think about time, our fourth model, Greiner’s
Phases of Organizational Growth Model, helps. Greiner posits a
series of predictable stages that occur in the life of an
organization. While the empirical evidence to support this
model is weak, many managers find this prescriptive stage
model helpful in thinking about organizations and how they
change over time and growth.
Finally, our fifth model recognizes just how complex
organizational systems are. Stacey’s Complexity Theory
provides a set of propositions about organizations that helps us
to capture the implications of intricacies and convolutions.
In summary, to be a successful change leader we need to
understand both how to change and what to change. We need to
know that organizations are dynamic, they can be viewed at
different levels of analysis (individual or organizational), they
change over time, and they are complex. Each model described
in this chapter builds our conceptual toolkit to better lead

5. change.
Open Systems Approach to Organizational Analysis
Organizations interact with their environments in complex and
dynamic ways. This open systems perspective is based on the
following assumptions:4
· Open systems exchange information, materials, and energy
with their environments. As such, a system interacts with and is
not isolated from its environment.
· A system is the product of its interrelated and interdependent
parts and represents a complex set of interrelationships rather
than a chain of linear cause–effect relationships.
· A system seeks equilibrium: when it is in equilibrium, it will
only change if some energy is applied.
· Individuals within a system may have views of the system’s
function and purpose that differ greatly from the views held by
others.
· Things that occur within and/or to open systems (e.g., issues,
events, forces) should not be viewed in isolation, but rather
should be seen as interconnected, interdependent components of
a complex system.
The adoption of an open systems perspective allows managers
to identify areas of misalignment and risk between the external
environment and the organization’s strategy and structure. Open
systems analysis helps practitioners to develop a rich
appreciation for the current condition of an organization, and
plausible alternatives and actions that could improve it. For
example, when people, products, or services within systems
have operated without considering their environment for
extended periods of time, they risk becoming seriously
incongruent with the external environment.5 Or, if an
environment changes rapidly, the results can prove disruptive
and, in some cases, disastrous for an organization. Consider
how the innovations and actions at Apple and Google disrupted
the smartphone market in ways that left Blackberry and Nokia
scrambling to revive and reinvent themselves as relevant
technology providers. Innovation by one company led to

6. significant disruption and change for other organizations.
Disruptions can shake organizations to their foundations, and
they also have the potential to sow the seeds for renewal (hence
the term creative destruction, coined by Joseph Schumpeter6).
In summary, organizations should not be analyzed as if they
exist in a bubble, isolated from their environments. But rather,
organizations should be analyzed as to how effectively and
efficiently they garner resources from the external environment
and transform these resources into outputs that the external
environment welcomes. Nadler and Tushman’s Congruence
Model does just that.
(1) Nadler and Tushman’s Congruence Model
In this book, the Nadler and Tushman model is used as a
framework to assist in structuring change leaders’
organizational analysis. The model has a reasonably complete
set of organizational variables and presents them in a way that
encourages straightforward thinking. It specifically links
environmental input factors to the organization’s components
and outputs. As well, it provides a useful classification of
internal organizational components and shows the interaction
among them. Nadler and Tushman’s model is one example of an
open systems model.
Nadler and Tushman7 provide a conceptual scheme that
describes an organization and its relationship to its external
environment. The Congruence Model is based on the principle
that an organization’s performance is derived from four
fundamental elements: tasks (or the work of the organization),
people, formal organization (structure and systems), and
informal organization (part of which is the “culture”). The more
congruence there is among these four components, and the more
aligned they are with the external environmental realities and
the strategy of the organization, then the better the
organization’s performance will be in the external
marketplace—whether it is the quality of services for at-risk
youths offered by a local school board, or a new electric vehicle
an automobile firm hopes will achieve market acceptance.8 An

7. adaptation of their model is depicted in Figure 3.1. This model
is used as a framework for this book. Inputs are transformed to
outputs, and the feedback links make the model dynamic and the
components highly interdependent.
History and Environment
From its start-up phase, leaders of an organization make choices
concerning where they want to locate themselves, what they
want to do, and which resources they want to buy, access, or
otherwise develop and deploy. These historical decisions set the
stage for future actions and outcomes, and which human,
technological, and capital resources they subsequently seek
from the environment. The history of an organization provides
insights into how it evolved its mission, culture, strategy, and
approach to how it organizes and manages itself. 3M’s early
experience, for example, as a near bankrupt mining company set
the stage for a sustained culture that highly values flexibility
and innovation as keys to its resilience and success.
Figure 3.1 Nadler and Tushman’s Organizational Congruence
Model
Source: From Nadler, D.A. & M.L. Tushman, “Organizational
Frame Bending: Principles for Managing Reorientation.”
Academy of Management Executive, 1989, Volume III, Number
3, pp. 194–204.
In addition to history and resources, external environmental
factors play a huge role in influencing what organizations
choose to do. These include political, economic, social,
technological, and ecological factors. For example, if a
competitor launches a more attractive product/service, if new
environmental regulations are enacted that create risk or
opportunity for your products/services, or if an attractive new
foreign market is emerging due to changing economic and
demographic conditions, organizations will need to consider
such environmental factors and trends as they decide upon their
strategic approach. All organizational leaders must deal with an
organization’s history, and recognize the impact and

8. constraints, as they deal with the current external environment
and seek to align their resources with the strategy to produce
the desired results. In thinking about what to change, all inputs
may be sources of opportunity and constraint.
For change leaders, an ability to analyze the organization’s
external environment and see implications for action in the
organization is a central change skill.
Strategy
An analysis of the organization’s competencies, strengths, and
weaknesses, in light of the environmental threats and
opportunities, leads to the strategy that organizational leaders
decide to pursue. Strategic choices lead to the allocation of
resources. Sometimes the strategy is consciously decided. At
other times, it is a reflection of past actions and market
approaches that the organization has drifted into. When there is
a gap between what leaders say their strategy is and what they
do (i.e., the actual strategy-in-use), one needs to pay close
attention to the strategy in use. In Chapter 4, we discuss
strategy in depth.
For change leaders, the change strategy is a critical focus of
their analysis. What are the purposes and objectives of the
planned change in the context of the organizational strategy? Is
it of the fine-tuning variety, to better align resources with the
strategy, remove an obstacle, and more effectively deliver the
desired results, or does the change involve something much
more substantial, including changes to the strategy itself?
The Transformation Process
The next elements of the model are what Nadler and Tushman
define as the transformation process. This is where the
organization’s components are combined to produce the outputs.
They include the work to be done, the formal structures,
systems and process, the informal organization, and the people.
Work
The work is the basic tasks to be accomplished by an
organization and its subunits in order to carry out the
organization’s strategy. Some of these tasks are key success

9. factors that the organization must execute in order to
successfully implement its strategy. An organization’s work
may be described in a very discrete way, listing, for example,
the duties of a particular position, or, at the polar extreme, the
basic functions such as marketing, production that the
organization performs in its transformation processes. Tasks
may be nested in teams, requiring coordination and integration,
or be separated and independent from one another. The work
may be designed to require a wide range of sophisticated skills
and abilities or require a narrow set of basic skills. The work
may require sophisticated judgment and decision making or
require people to follow standardized procedures. Existing task
designs reflect past decisions concerning what needs to be done
and how best to do things. These designs often reflect cultural
beliefs in the organization and are, to a degree, a matter of
choice. Chapter 5 deals with how the work is formally
structured and organized.
In change situations, change leaders should think through the
necessary shifts in key tasks in order to carry out the change
initiative. This will assist in developing a specific gap analysis
and change plan.
The Formal Organization
The formal organization includes the “organizational
architecture, a term that describes the variety of ways in which
the enterprise structures, coordinates, and manages the work of
its people in pursuit of strategic objectives.”9 Once tasks are
identified and defined, they are grouped to form reporting
relationships, the formal organizational chart of roles,
responsibilities, departments, divisions, and so on. The purpose
of a structure is to enable efficient and effective task
performance. The systems of an organization are the formal
mechanisms that help the organization accomplish its work and
direct the efforts of its employees. These include an
organization’s human resource management systems
(recruitment and selection, reward and compensation,
performance management, training and development);

10. information systems; measurement and control systems (e.g.,
budget, balanced scorecard); production systems; and so forth.
Chapter 5 deals with designed systems and structures.
Change leaders need to understand how the formal systems and
structures influence people’s behaviors and how structures can
be used to facilitate change. Often formal systems, such as
budgeting systems, need to be used to gather data for change.
The Informal Organization
The informal relationships among people and groups in the
organization, the informal way things get done, and the norms
accepted by organizational members reflect the way the culture
manifests itself in the organization. While managers define the
work necessary to accomplish the strategy and then structure
those tasks in formal ways, many things occur that are
unplanned, unanticipated, and/or evolve over time. For example,
friendly relationships between individuals often ease
communications; groups form and provide support or opposition
for the accomplishment of tasks; and individuals and teams
adapt procedures to make things easier or more productive.*
The informal system will include an organization’s culture, the
norms or understandings about “how we do things around here,”
values (e.g., about the importance of customer service), beliefs
(for example, about why the organization is successful), and
managerial style (a “tough boss” style, for example). It will also
reflect the informal leadership and influence patterns that
emerge in different parts of the organization.
Culture is a product of both the organization’s history and its
current organizational leadership. It acts as a control system in
the sense that it defines acceptable and unacceptable behaviors,
attitudes, and values and will vary in strength and impact,
depending upon how deeply held and clearly understood the
culture is. Other elements of the informal organization that are
important to analyze when considering how to create change
include power relationships, political influence, and decision-
making processes. Chapter 6 deals with informal systems,
power, and culture.

11. Change leaders need to make explicit the oftentimes implicit
norms and behaviors of individuals and groups. Identifying the
currently useful and dysfunctional norms and dynamics is a
critical change agent activity.
People
The people in an organization perform tasks using both the
organization’s designed systems and structures, and the
informal cultural processes that have evolved. It is important
that the attitude, knowledge, skills, and abilities of each person
match the individual’s role, and that their responsibilities and
duties match the organization’s needs. Understanding the
individuals in the organization and how they will respond to the
proposed change will be significant in managing the change
process. The role of stakeholders and change recipients is
discussed in Chapters 4, 6, and 7.
Within every organization, certain key individuals are critical to
its success. Often we think of the formal leaders as those who
are most important in terms of accomplishing the mission, but
others may be crucial. These people might have special
technical skills or might be informal leaders of a key group of
employees. People such as these, acting as change leaders, are
described in Chapter 8.
Change leaders need to understand the impact of proposed
changes on the organization’s employees. Further, they need to
identify key leaders in the organization who can facilitate the
needed changes.
Outputs
The outputs of an organization are the services and products it
provides to generate profitability or, especially in the case of
public sector and nonprofit organizations, to meet mission-
related goals. Additional outputs are also important: the
satisfaction of organizational members, the growth and
development of the competencies of the organization and its
members, and customer satisfaction (to name just three). These
outputs need to be defined and measured as attentively as
profitability, return on investment (ROI), or numbers of clients

12. served.
The above model reflects how one would look at the
organization as a whole. However, this same approach can be
adapted to look at internal parts of an organization that supply
inputs or services for another part of the enterprise. The success
of the organization in producing desired outputs should become
part of the feedback loop and a new input to the organization. In
a well-functioning organization, feedback could provide
pressure to modify the strategy or internal alignments. Chapter
10 focuses on the measurement of change.
Change leaders need to recognize that “what gets measured is
what gets done.” They need to select key measures that will
track the change process.
In their work, Nadler and Tushman make three critical
statements. First, the system is dynamic. This means that a
diagnosis of how the organization should operate will change
over time with different concerns and objectives. Second, the
“fit” or congruence between components is significant in
diagnosing why the organization performs well or poorly. And
third, the better the fit is among organizational components and
their alignment with the environment, the more effective the
organization is. The organizational change challenge is to align
the system’s components to respond to changing external and
internal conditions.
The System is Dynamic
When an organization’s environment shifts, so must its
diagnosis, in order to identify the changes needed to effectively
realign its people, formal systems and processes, tasks, and
culture to that environment and produce the desired outcomes.
For example, when inflation was running at 1,100% per year in
Brazil,10 the influence of financial executives soared because
financial management played a pivotal role in sustaining firms.
When inflation slowed and stabilized in the range of 10 to 20%,
power shifted away from finance and toward sales, marketing,
and production. If the external environment alters significantly,
the internal organization needs to change also. While this may

13. seem like a statement of the obvious, it often goes unobserved
in practice. Managers develop patterns of thinking about
organizational performance that served them well in the past,
but over time these patterned approaches may impair their
ability to see when conditions change. Since the external
environment is dynamic, the internal systems also need constant
tuning, or even transformation.
The “Fit” Between and Among Organizational Components Is
Critical
Nadler and Tushman argue that there are many different ways to
think about the components of an organization. However, they
choose to focus their model on four major components: “1) the
task, 2) the individuals, 3) the formal organizational
arrangements, and 4) the informal organization.”11
A change agent needs to understand these four components of
an organization and how they fit together and influence one
another. Congruence is a measure of how well pairs of
components fit together. For example, executives in an
organization who restructure and ignore the knowledge and
skills of people who will fill the newly created jobs do so at
some risk. Restructured organizations with newly defined jobs
either require the retraining of employees, or the hiring of new
employees with the requisite skills. Or, if managers create
structures to fit several key people and then those people leave,
there may be a significant loss of fit between the structural
components and the new key people.
Organizations With Good Fit Are More Effective Than Those
With Poor Fit
Nadler and Tushman argue that effective organizations have
excellent “fit” or “congruence” between components. Further,
they argue that the strategy needs to flow from an accurate
assessment of the environment and respond to or take advantage
of changes occurring in that environment. Similarly, the
strategy needs to fit the organization’s capabilities and
competencies. If all of these are not aligned reasonably well,
the strategy will fail and the organization will be less effective

14. than it could have been. Inside the organization, the four
components (tasks, designed structure and systems, culture, and
people) must fit each other. For example, if an organization
hires motivated, highly skilled individuals and assigns them
routine tasks without challenge or decision-making
opportunities, those individuals will likely be bored. There will
be a lack of fit and productivity will suffer. Or, if the strategy
demands the adoption of new technology and employees are not
provided with the necessary training, fit is lacking. Within
categories, elements might not fit. For example, an organization
might decide to “empower” its employees to improve
performance. If it fails to adjust the supervisory approach and
reward system to reinforce the desired behaviors, this lack of fit
could easily lead to a failure of the empowerment strategy.
Overall, lack of fit leads to a less effective organization. Good
fit means that components are aligned and the strategy is likely
to be attained.
For many managers, the notion of fit is easiest to understand as
they follow the flow from strategy to key tasks to organizing
those tasks into formal structures and processes to accomplish
the desired objectives. This is a rational approach to
management and appeals to one’s logic. At the same time, the
reality of organizations often means that what appears to
management as logical and necessary is not logical to
employees. Managerial logic may be viewed by employees as
against their interests or unnecessary. Peters recognizes the
importance of the so-called nonrational aspects of
organizations.12 He argues that managers should tap into the
power of teams to accomplish results and that individuals can
be challenged to organize themselves to accomplish tasks. Thus,
while fit is easiest to picture in logical terms, change agents
need to consider it in terms of the informal system and the key
individuals in the change process who will influence its success.
In a typical scenario, changes in the environment require
leaders to rethink the organization’s strategy. This, in turn,
results in changes in key tasks and how managers structure the

15. organization to do those tasks. In developing a new strategy and
in redesigning an organization’s systems and structures,
managers need to become aware of and understand the influence
of key individuals and groups.
Nadler and Tushman’s Congruence Model framework helps
practitioners in three ways. First, it provides a template to assist
in an organizational analysis. Second, it gives one a way of
thinking about the nature of the change process—environmental
factors tend to drive interest in the organization’s strategy,
which, in turn, propels the transformational processes. These,
then, determine the results. Third, the congruence framework
emphasizes that, for organizations to be effective, a good fit
among all elements in the process is required from environment
to strategy through to the transformation process. Fit is also
necessary within the transformation process; this is a constant
challenge for incremental change initiatives such as continuous
improvement programs. An emphasis on the internal fit between
organizational components often focuses on efficiency. An
emphasis on the external fit between the organization and its
environment is an effectiveness focus. See Toolkit Exercise 3.2
to practice examining a situation through Nadler and Tushman’s
model.
An Example Using Nadler and Tushman’s Congruence Model
Over the past several years, Dell Computers has transformed
itself. Dell made its name by selling low-cost computers
directly to customers. The company was renowned for an
efficient supply chain that allowed it to receive payment for its
computers before it incurred the cost of building them. The Dell
story outlines the company’s attempt to reorient itself.
During its rapid growth years in the 1990s, Dell provided
unrivalled service to its markets. Corporations wanted reliable
equipment with good prices and excellent service. Dell provided
this with online ordering and fast delivery. Its manufacturing,
inventory management, and distribution systems were designed
to deliver built-to-order PCs at a low cost. Speed of production
became critical in order to minimize the delay between

16. customer order and shipment to that customer. Relationships in
the market were with customers, not retailers. While major
clients (governments, etc.) had clout, as long as Dell delivered
quality products and provided good technical service, the clients
were satisfied. The key tasks, to use Nadler and Tushman’s
terminology, were production and distribution.
During this growth phase, Dell’s organization was aligned well
with its market. Internally, the production orientation fit those
market needs. Systems were designed for efficiency and
simplicity. There was no need for retail management.
Inventories were minimized as Dell built to order. Finances
were simple because customers paid as they ordered and before
Dell incurred the costs of production. Dell’s management team
excelled at getting efficiencies from this system, and the results
showed for many years.
As the market shifted, the Dell organization became
increasingly out of sync with the marketplace. Dell’s strategy
was no longer a good fit as the marketplace shifted away from
corporate demand to consumers, from machine power to design,
from hardware to software and the Internet, from America to
developing nations. The clean, straightforward organization that
Dell had built could not meet the more complex market
expectations.
Note how Michael Dell responded. All components of the
company changed. First, the strategy shifted. Design was
emphasized. Retailers became key parts of the distribution
network. Product variety increased. With that strategic shift, the
key success factors or critical tasks changed. Design became
more important. Management of retail distribution became
crucial and introduced an entirely new set of skills at Dell. As
the product range increased, skills in the introduction and
timing of new products became more important. To manage this,
the company was reorganized into four divisions, each focused
on one major customer segment. Financial systems would need
to be overhauled to manage this complexity. New formal and
informal networks were established as the company’s focus

17. changed. Key executives were replaced by others with the skill
sets demanded by this new strategy. In short, a new state of
congruency was sought so that the internal operations fit the
new strategy better.
Dell’s reorganization provides an excellent example of how the
Nadler and Tushman model’s notions of congruency can be used
to help to understand and analyze organizations. These efforts
to introduce new key people, redesign organizational systems,
modify the company’s strategy, and alter the product mix have
shown mixed results—at the time of the writing of this book, it
is too early to tell if they will yield desired results.
Nadler and Tushman’s model enables a change agent to think
systematically about the organization. It serves as a checklist to
ensure practitioners consider the critical components that must
be matched with the strategy and environmental demands. Since
the system is dynamic, the environment, the people, the
competition, and other factors change over time, and part of that
change is due to how the components interact with each other.
Second, the fit between organizational components is critical.
Dell’s products, organization, systems, and culture had become
misaligned with the emerging environment. Finally,
organizations with good fit are more effective than those with
poor fit because they will be able to more efficiently and
effectively transform inputs into outputs. The moves that
Michael Dell made improved the fit and led to a modest
turnaround in sales and margins in the short term, but
subsequent competitive challenges suggest much more is
needed—hence the move to take the company private so that
needed changes could be made away from the glare of stock
market pressures for short-term results.
Like any living entity, an organization survives by acting and
reacting effectively to its external environment. Unless it
adjusts with appropriate changes to its approach and, when
needed, its strategy, it reduces its capacity to thrive. When one
part of the organization is changed, then other parts also need to
adapt to maintain the congruence or fit that leads to

18. effectiveness. Michael Dell and his new management team have
begun the realignment at Dell Computers. Whether Dell and his
team made enough savvy changes for the long term will be
demonstrated by the company’s future performance. Critical to
this will be Dell’s ability to innovate and change in the face of
shifts in its environment.
Dell Computers Reorients Itself13
For years, Dell focused on being the low-cost, efficient
producer of computers. As one report put it, “Dell long stuck
with its old playbook of cranking out PCs as efficiently as
possible.” Dell had focused on making the computer a
commodity and sold online using generic parts. Dell focused on
optimizing the business it already had while the market shifted.
Its competitors, Hewlett-Packard, IBM, Apple, and others,
marketed newer, sleeker laptops with better Internet capabilities
using retail stores for distribution.
In 2007, company founder Michael Dell returned as CEO after
three years of relative distance from operations. He replaced his
senior management team, added new products and services, and
focused on what customers wanted. However, the marketplace
was changing radically as smartphones and similar products
became the hot, new focus.
The troubles for Dell had begun when the market shifted.
Growth in the corporate market lessened while the consumer
sector flourished. As well, developing markets overseas became
critical—markets that were less willing to buy over the Internet
and use direct delivery. Additional processing power became
less critical, and consumers demanded special features and more
attractive machines. Dell saw the clear need to alter what it was
doing. A diagnosis of what would work led to an overhaul of its
products and the company.
After taking over, Michael Dell responded to the marketplace.
He set up mechanisms to get customers’ input. He shifted Dell’s
distribution strategy to sell in retail outlets, too. This required a
shift in mindset for Dell managers, as they had to establish new
distribution systems and manage their relationships with

19. retailers. New machine designs were created and new hardware,
including smartphones, were offered. Dell began selling mini-
notebooks to appeal to overseas markets. And the company
responded to changes in the corporate sector by providing
systems solutions, not just computers.
To implement his strategy, Michael Dell installed a new senior
management team. One of his first moves was to hire Ron
Garriques, the executive who introduced Motorola’s Razr
phone, as head of Dell’s consumer business. Garriques shut
down work on the Mantra, a standard line of Dell products. As
well, he stopped the introduction of Dell specialty stores and
developed relationships with retailers. Product design became a
new, central focus.
Michael Dell also brought in Brian Gladden from GE. Gladden
believed that Dell needed to be restructured, that its systems
and processes were not sophisticated enough for a company of
its size. One major move was to shift how Dell focused on
external markets by organizing around market segments, such as
consumers, corporations, small- and mid-sized businesses, and
governments and educational buyers.
Culture change was necessary to shift Dell to a more
responsive, flexible company. Group leaders had clear financial
targets but were given significant discretion in determining how
to achieve these targets.
New products were developed and Dell began selling what in
2010 was the world’s thinnest notebook. Design and style were
emphasized, along with “tech appeal.” Smartphones were also
introduced, but Dell announced it was exiting this product
category in December 2012 as they continued to search for a
strategy that would work in this very competitive sector.
While Dell Inc. remained one of the leading companies in the
technology industry, key financial ratios from 2006 and 2010
illustrate its problems: profit margins fell from 6.5% in 2006 to
2.7% in 2010. In 2006 Dell reported revenue growth at 13.6%;
in 2010 the company reported a 13.4% decline in revenue.14
Ever-the-optimist CEO Michael Dell said the business climate

20. was improving and “repeated his expectations for a ‘powerful’
hardware refresh cycle beginning next year (2010).”15
Somewhere in the 2011–2013 period, Michael Dell decided to
take his eponymous company private. He had concluded that
further changes were needed and that being a publically listed
firm was getting in the way of accomplishing the longer-term
objectives. By November 2013, he was celebrating his public to
private deal with 350 employees in Silicon Valley. As one of
the world’s richest men, Dell mixed in “his 16% ownership,
valued at more than $3 billion, and another $750 million in
cash, with $19.4 billion from Silver Lake Partners (a private
equity firm) for a 75% stake in Dell Inc.”16 Time will tell if
Michael Dell can transform Dell Inc.
Evaluating Nadler and Tushman’s Congruence Model
Are the assumptions made by Nadler and Tushman’s
Congruence Model reasonable ones? For example, should
strategy always dictate the organization’s structure and
systems? While that is one of the traditional views of how to
achieve organizational effectiveness, it is not unusual to see the
reverse where changes in the structures and systems drive
alterations to strategy. For example, FedEx used its systems and
expertise that it built to deliver packages to its own customers
to provide logistical services to other companies. Amazon got
into the cloud storage business by taking advantage of its
capability to run large server farms. Thus, the implied direction
of the Nadler and Tushman model is appropriate, but any
analysis must recognize how dynamic and interactive
organizational factors are. For many change agents, particularly
those in middle management, the strategy of their organizations
will be a given and their role will be to adapt internal structures
and systems. Alternatively, change agents may attempt to
influence the strategy directly (e.g., participation in a strategic
task force) and/or indirectly (initiate activities that lead to the
development of new internal capacities, learning, awareness,
and interest that make new strategies viable).
Has the importance of fit been overstated? Probably not. For

21. example, in an investigation into the mixed results achieved by
total quality management (TQM) initiatives, Grant, Shani, and
Krishnan found that “TQM practices cannot be combined with
strategic initiatives, such as corporate restructuring, that are
based on conventional management theories. The failure of one
or both programs is inevitable.”17 Thus, they found that the
strategy, the structure, and new TQM processes need to fit with
each other. Another example of issues of fit emerged following
September 11, 2001, when the U.S. government created the
Department of Homeland Security, which combined 22
government entities. However, reports subsequently emerged
that suggested the secretary of the department had few levers
needed to do his job: the formal structure had been created, but
not the systems and processes that were necessary to give him
leverage to be successful.18 In both of these examples, a lack of
alignment undermined the efforts to effectively change these
organizations.
The need for change may not always be identified by looking at
an organization’s environment. Problems surface in a variety of
ways. There might be problems in the organization’s outcomes
or outputs, indicating that some aspect of performance needs to
be addressed. Further, there is the question of the magnitude of
the change. The organization may decide to change its strategy,
its culture, or some other core element. Generally, the more
fundamental the change, the more other elements of the
organization will need to be modified to support the desired
change. For example, a change to one aspect of an organization
may create a domino effect, requiring other changes to
structure, systems, culture, and people. Mary Barra, GM’s new
CEO appointed in 2014, is living with this challenge. While
alignment has improved significantly since emerging from
bankruptcy in 2009, as evidenced by positive product reviews
and dramatic improvements in sales and profitability, GM’s
leaders still deal with legacy cultural issues: Ignition switch
design defects that resulted in deaths were not addressed for a
decade. Internal investigations and congressional hearings

22. report an organizational culture that promoted silence on such
issues. Barra appears to be serious about acting on the
dysfunctional aspects of GM’s culture. She has fired 15
executives found to have been involved with the situation,
spoken about it with greater candor than ever before, and
instituted a corporate-wide change initiative called “Speak up
for Safety.”19 She has affirmed that more recalls are likely as
they search through their files: She stated that an “aggressive
stance on product recalls is the new norm at GM” and that it is
unacceptable for employees to stay silent on safety issues.
Finally, does better fit always increase the likelihood of
effectiveness? This depends upon the measure of effectiveness.
In the short run, fit focused on efficiency might mean increased
profits as the organization reduces costs and becomes efficient.
However, an innovation measure might show that fit focused
primarily on efficiency has led to declining creativity.
Efficiency is important but so is the development of appropriate
adaptive capacities in an organization. It can be argued that in
the long run, tight congruence in a stable environment leads to
ingrained patterns inside the organization. Individuals and
organizations develop formal systems and structures, as they
should, but these can lead to ritualized routines and habits. Such
patterns can be change resistant and can be hugely ineffective
when the environment changes. Dell Computers suffered from
this prior to Michael Dell’s reintroduction in 2007. If the pace
of change an organization must deal with is rapid, then an
overemphasis on getting congruence “just right” can lead to
delays that put the health of the firm at risk. In a rapidly
changing environment, approximations are appropriate: don’t
make it perfect; get it acceptable and move on. Nevertheless,
for most analytical purposes, the assumption that an increasing
fit is a good objective is appropriate.
As with other congruence or alignment-oriented models, the
Nadler and Tushman model must deal with the criticism that
“too much emphasis on congruence potentially (could have) an
adverse or dampening effort on organizational change.”20 The

23. key lies in balancing the need for flexibility and adaptability
with the need for alignment. This balance point shifts as
environmental conditions and organizational needs change. To
emphasize the dynamic nature of organizations, we next
examine Sterman’s Systems Dynamics Model.
(2) Sterman’s Systems Dynamics Model21
As discussed, Nadler and Tushman’s Congruence Model
acknowledges the dynamic nature of systems but the authors
focus more on the importance of alignment. In contrast,
Sterman’s model, below, focuses on the interplay of dynamic
forces of the environment, managerial decisions, and actions of
others. Sterman believes that managers should handle increased
complexity by increasing the number of variables that they
consider. The dynamic nature of the variables and the
interactions among the variables over time may lead to
counterintuitive results.
Sterman argues that managers often take a linear view of the
world—a rational, causative model where managers identify a
gap between what is and what is desired, make a decision, and
take action, expecting rational results. If sales are low, for
example, management might increase advertising, thinking that
sales will flow. However, because of complex, interactive,
nonlinear dependent variables, this linear view can be
inaccurate and limiting. What management may get are
counterintuitive results that are often policy or change resistant.
If Company A, for example, increases its advertising, then
Companies B, C, and D may increase their advertising as well.
The result may be increased costs and static revenues. Managers
may fail to anticipate the side effects of their decisions and how
their actions lead to competitive responses that neutralize their
first round of actions.
Figure 3.2 Sterman’s System Dynamics Model22
Source: Reprinted from the California Management Review,
“Systems Dynamic Modeling”, Sterman, J., Vol. 43, No. 4,
Summer, 2001. Copyright ©2001, by The Regents of the

24. University of California.
Consider the following example. Managers change the incentive
structure for employees, anticipating that this will lead to
higher productivity. However, employees might see increased
productivity as leading to layoffs (if we produce more, they will
need fewer of us), and thus resist increasing outputs. Or
employees will begin to focus on quantity and neglect crucial
quality concerns. This, in turn, creates negative customer
reactions that cause management to create new control systems
around quality. Such control systems take additional paperwork
and effort that increase costs and potentially defeat the original
objective of increasing productivity.
Another point Sterman makes is that many problems result from
time lags and delays, inventories and buffer stocks in the
system, and attribution errors. Thus, another possible outcome
in our above example is that employees may increase their
efforts to generate new sales as the result of the changed
rewards. However, there could be a significant lag before sales
increase. Some sales cycles take months and even years before
producing results. Thus, management’s initial observation might
be that the change in the reward system did not work. Small
changes in demand may get exaggerated because of inventory
buffers that automatically adjust. And finally, humanity’s need
to attribute cause might mean that managers assume causal links
that don’t exist.
Sterman’s model heightens the awareness of the complexity
involved with change and the challenges involved in developing
alignments that will produce desirable results in the short and
long term and not result in unpleasant surprises. As such,
Sterman’s model builds on the work of Argyris and Schön,23
identifying the importance of organizational analysis through
double-loop and triple-loop learning. Single loop is essentially
adaptive learning within the organization’s operation. Internal
data are assessed and modifications are made, but the original
objectives are not questioned. Double loop goes beyond making
incremental modifications and challenges the assumptions,

25. standards, policies, values, and mode of operation that gave rise
to the standards and objectives. Triple-loop learning extends
this analysis and exploration of possibilities further and
questions the underlying rationale for the organization and why
it exists. Triple-loop learning is also consistent with the work of
Senge24 on how organizations should be designed and managed
in order to enhance organizational learning, innovation, and
change.
In Figure 3.2, decisions lead to side effects as well as intended
effects. These interact with the environment and the goals of
others to create a more complex set of outcomes than were
anticipated.
At McDonald’s at the beginning of the 21st century,
management decided to increase the number of corporate-owned
stores and decrease costs. In the short term, this led to improved
results: higher sales and improved profits. However, it also led
to a decreased focus on store cleanliness as stores reduced staff.
With more stores, overall revenues increased. With less time
and effort focused on cleanliness, operating costs decreased
and, in turn, increased profits. However, over time, customers
became aware of the lack of cleanliness and stopped going to
McDonald’s. These unintentional side effects created more
pressure for short-term profits due to a decline in sales. The
cycle would repeat until management became aware of this self-
defeating cycle.25
When a firm lowers its prices to increase market share and
profitability, management may do so without thinking through
the implications of its decisions. Its actions may lead to
competitor responses that lower prices further and sweeten sales
terms and conditions (e.g., no interest or payments for 12
months or improved warranties) in an effort to respond to its
competitors and win back market share. Thus, the planned
advantages coming from the price cuts may end up adding a few
new sales, shrink margins, condition customers to see the
product in primarily price terms, and lock the organization into
a price-based competitive cycle that is difficult to escape.26

26. Sterman cautions managers to avoid the trap of thinking in a
static, simplistic way. Increasingly, successful managers are
resorting to systems thinking and more complex, nonlinear
modeling to improve their diagnostic skills. The Economist
argues, “Better understanding is the key” to improved
productivity.27 The promise of “big data” is that it will allow
us to engage in much more sophisticated modeling of what is
going on and why, so that more accurate assessments and
effective courses of action can be undertaken. However being
awash in increasing mounds of data won’t help unless we learn
how to model it in ways that more accurately reflect the
complexity of what is going on, including the lag effects our
actions in one area can have on other areas.
In doing a diagnosis, managers need to recognize their
assumptions and values that underlie their implicit
understanding of organizational dynamics and the nature of the
environment and the market place. Picture marketing people in a
meeting with operations or R&D people and you can imagine
the value clashes. Marketing people are often externally
oriented while operations people are concerned with internal
dynamics. A model by Quinn helps to frame these issues and
points to the value of a diversity of perspectives when
approaching organizational and environmental analysis.
(3) Quinn’s Competing Values Model
How managers think about organizations will largely determine
what they think needs changing. The level of analysis that a
manger examines can range from the individual to
team/department to organizational level. A psychologist, for
example, analyzes individuals and small groups and suggests
changes at that level. In contrast, an economist uses
econometric models to analyze on the organizational or societal
level. Quinn provides a model that bridges the individual, team,
department, and organizational levels and encourages change
agents to think about the interaction between the systems at
these levels.28
Quinn’s Competing Values Model outlines four frames relevant

27. to organizations. Each frame is based on a set of values and
assumptions about the organization and how it works. Quinn
argues that two dimensions underlie and help define these four
frames: an internal-external dimension and a control-flexibility
dimension. That is, underlying the perceptions of organizations
are assumptions about the importance of the inside versus the
outside of the organization and the need for control versus the
need for adaptability. Plotting these two dimensions forms four
quadrants, each of which provides a different “frame” or view
of the organization. The Competing Values Model is portrayed
in Figure 3.3.
As a manager, do you think about the organization in internal
terms and how it operates? Or do you think of the
organization’s environment and the fit between that
environment and the organization? Do you focus your attention
on how the organization adapts and changes? Or is your
emphasis more on ensuring that the direction is under control
and that people do what is needed? Quinn argues that these
dimensions form the four value orientations: Open Systems
View, Rational Economic View, Internal Process View, and
Human Resources View. Further, he states that while all
orientations are needed in an organization, each person will
tend to operate from one quadrant more than the others. As
well, because the values underlying each quadrant are in
conflict, individuals will have difficulty having a “natural”
perspective from more than one quadrant. Individuals will tend
to adopt one set of internally consistent values and find their
views in conflict with or competing with those individuals with
perspectives from other quadrants.
One of the strengths of Quinn’s model is that it links individual
and organizational levels of analysis. That is, managers can
examine an organization’s processes and determine whether
they are focused on external adaptation, internal adaptation, and
so forth. At the same time, Quinn suggests managerial roles and
skills that are needed for each quadrant. To increase the focus
on a quadrant, one needs to have managers develop the

28. competencies needed and design systems to reinforce those skill
behaviors. Of specific interest to change leaders are those skills
that help with change processes. (See Chapter 8 on change
leaders for more on this.)
Figure 3.3 Competing Values Model and Change
Source: Quinn R. E. et all. (2003). Becoming a master manager.
New York: John Wiley & Sons.
Quinn labels the internal/flexibility quadrant the Human
Resources View of organizations. Similarly, the
external/flexibility quadrant is the Open Systems View, the
external/control quadrant is the Rational Economic View, and
the internal/control quadrant is the Internal Processes View.
Each of these quadrants can be associated with a particular way
of thinking about organizations with roles that managers need to
play and skill sets managers can learn that enable them to play
the roles.29
Every organization needs to attend to all four quadrants to know
what is going on internally while also understanding its external
environment. It needs to control its operations and yet be
flexible and adaptable. At the same time, too much emphasis on
one dimension may be dysfunctional. That is, organizations and
leaders need to be flexible, but too much flexibility can bring
chaos. Conversely, too much control can bring rigidity and
paralysis. In the end, organizations need to balance these in
ways that are congruent with their external environmental
realities.
Each quadrant provides a value orientation needed in
organizations and suggests managerial roles and skills that will
support those value orientations. For example, Quinn argues
that innovator and broker roles are needed in the Open Systems
quadrant. The innovator roles demand an understanding of
change, an ability to think creatively to produce change, and the
development of risk taking. The broker role involves the
development and maintenance of a power and influence base,
the ability to negotiate solutions to issues, and the skills of

29. persuasion and coalition building. Care must be taken not to be
trapped into adopting one view and ignoring alternate
perspectives. Too much focus on internal stability led IBM to
miss the PC revolution for many years. Too much focus on the
external world led many dot-coms to spin out of control in the
technology boom of the early 2000s.
Quinn’s model can be used in several ways: to characterize an
organization’s dominant culture, to describe its dominant tasks,
to portray the focus of its reward systems, or to describe a
needed shift in task emphasis or in the types of people that it
must recruit. To refer again to the Dell example, the company
was striving to become more consumer oriented while
maintaining its production efficiencies. Because these two value
orientations are not joined easily, change leaders will know that
the concurrent development of these two initiatives will require
careful management.
Quinn’s model provides both a framework that bridges
individual and organizational levels of analysis and a
framework to understand competing value paradigms in
organizations. While these perspectives are useful, they suggest
a relatively static situation, not a dynamic one that Sterman
argues for. In particular, Quinn’s framework does not encourage
managers to consider possible changes that occur in
organizations over time. Greiner’s model, described below,
provides a framework for predicting the stages of change that
occur within organizations over time as they grow from
entrepreneurial ventures to multidivisional, multinational
entities.
(4) Greiner’s Model of Organizational Growth
As discussed in Chapter 1, the magnitude of organizational
changes can vary markedly—from small, evolutionary changes
to large, revolutionary ones†. Evolutionary shifts are, by
definition, less traumatic for organizational members and less
disruptive to the organization. Since they typically involve
small, incremental shifts in existing systems and behaviors, they
are easier to plan and execute. However, they may not be what

30. the organization needs in order to maintain health and vitality.
For incremental, evolutionary change, the challenge might be
convincing people of the need and tweaking systems and
processes to reinforce the desired outcomes. For disruptive,
revolutionary change, the issue may well be keeping the
organization operating while making significant alterations to
how the organization views the world, its strategy, and how it
goes about transforming inputs into outputs that its customers
desire.
Greiner believes that organizations pass through periods of
relative stability, punctuated periodically by the need for
radical transformations of practices.30 During the periods of
relative stability, organizations tend to be in equilibrium, and
evolutionary approaches to change are adopted in order to
incrementally improve practices. Then a crisis occurs, such as
the rapid growth of the enterprise or the introduction of a
disruptive technology by a competitor, and the crisis demands
revolutionary change. In the “crisis of leadership” stage, the
founding leader of an entrepreneurial adventure may be pushed
aside for the hiring of professional managers. Greiner describes
these alternating periods of evolutionary and revolutionary
change as natural as an organization grows over time.‡Figure
3.4 outlines Greiner’s model.
In Greiner’s view, over time, managers will change their views
on how to operate a business incrementally. These become less
effective as conditions change and the business becomes
increasingly less well aligned or congruent with its internal and
external realities. (In Nadler and Tushman’s terms, the
organizational strategy and/or the transformational
components—task, formal organization, informal organization,
and people—become increasingly out of sync with the
environment.) Once the pressure builds sufficiently, it produces
the need for more radical transformations of the organization.
Pressures build until a breaking point is reached and change is
forced.31 This relatively rapid and discontinuous change over
most or all domains of organizational activity is referred to by

31. Greiner as the revolutionary change period.32
As shown in Figure 3.4, Greiner outlines a model of typical
stages of growth in an organization. He suggests that these
patterns are progressive and logical as the organization grows.
Greiner is prescriptive in that he claims the organization must
pass through these crises in order to grow and develop. The
transitions may be caused by a variety of issues: the death of
the founder; the need for a functional organization to develop
specialties; the emergence of disruptive market forces and/or
technologies; the need to decentralize into divisions to keep
closer to the customer; and, finally, the need to become more
flexible to enable the organization to use the potential of all
employees.
This framework is appealing because of its straightforwardness,
logic, and simplicity. However, the model is suggestively
prescriptive. Not all organizations follow Greiner’s patterns. In
today’s world, a small entrepreneurial venture may become a
global competitor of reasonable size by using the Internet and
collaborating with partners around the world. In other words,
organizations need not develop as Greiner claims. The model
does not seem open to the possibility of the broker organization,
one that makes money by connecting organizations to each
other. Nevertheless, the framework is valuable in highlighting
many of the crises faced by organizations and in relating those
crises to the growth stages of the organization. The model
reinforces the notion of the competing values that managers
must keep in an appropriate state of dynamic tension. For
example, as managers move from the crisis of autonomy to
growth through delegation, there should be a shift in values and
perspectives, from control to flexibility in Quinn’s terms.
In the Dell example, the company shifted from a control and
functional specialty stage to one where the company was
organized into relatively autonomous divisions focused on
customer segments. While Greiner’s model suggests that certain
tensions predominate during different growth phases, such
tensions might not vanish. As such, Dell will continue to

32. struggle with the previously successful efficiency focus that its
managers held.
Figure 3.4 Greiner’s Five Phases of Organizational Growth
Source: Reprinted with permission from “Evolution and
Revolution as Organizations Grow” by Larry Greiner in Harvard
Business Review, July-August 1972.
While Greiner’s model is prescriptive, it captures many of the
issues faced by organizations both in responding to growth and
in dealing with the human side of organizational change. Too
often, managers are trapped by their own perspectives. They fail
to recognize that regardless of who has what title or authority,
others will see things differently and have different criteria to
judge potential outcomes. An important key in identifying what
to change is to embrace multiple perspectives, recognizing that
each comes with its own biases and orientation on what needs to
be done. By developing an integrated, comprehensive
assessment process and being conscious of one’s own biases and
preferences, the change leader is likely to achieve a holistic
understanding of what change will produce the necessary re-
alignment for organizational success.
(5) Stacey’s Complexity Theory
Many models of organizational change rely on a gap analysis as
the description of what needs to change,33 just as this book
does. While this has the advantage of simplicity, change agents
need to move beyond this to recognize the importance of
interdependence and interrelationships.34 This chapter began by
describing organizations as open systems, and frameworks have
been presented for analysis that can account for the dynamic,
multilevel, time-dependent nature of organizations. As well,
change leaders have been encouraged to recognize that different
situations require different levels of analysis, and the
appropriate analytic tools are dependent on that level. The
importance of moving away from seeing change in primarily
simple, rational, cause-and-effect terms should not be
underestimated. Change leaders must learn how to cope with

33. complexity and chaos as realities.
Another branch of organizational theorists argues that
organizations are complex, paradoxical entities that may not be
amenable to managerial control. In this theory, called Stacey’s
Complexity Theory, Stacey35 identifies the following as the
underlying propositions (adapted below):
· Organizations are webs of nonlinear feedback loops that are
connected with other individuals and organizations by webs of
nonlinear feedback loops.
· These feedback systems can operate in stable and unstable
states of equilibrium to the point at which chaos ensues.
· Organizations are inherently paradoxical. On one hand, they
are pulled toward stability by forces for integration and control,
security, certainty, and environmental adaptation. On the other
hand, they are pulled toward instability by forces for division,
innovation, and even isolation from the environment.
· If organizations give in to the forces for stability, they become
ossified and change impaired. If they succumb to the forces for
instability, they will disintegrate. Success is when organizations
exist between frozen stability and chaos.
· Short-run dynamics (or noise) are characterized by irregular
cycles and discontinuous trends, but the long-term trends are
identifiable.
· A successful organization faces an unknowable specific future
because things can and do happen that were not predicted and
that affect what is achieved and how it is achieved.
· Agents within the organization can’t control, through their
actions, analytic processes and controls, the long-term future.
They can only act in relation to the short term.
· Long-term development is a spontaneous, self-organizing
process that may give rise to new strategic directions.
Spontaneous self-organization is the product of political
interaction combined with learning in groups, and managers
have to pursue reasoning through the use of analogy.
· It is through this process that managers create and come to
know the environments and long-term futures of their

34. organizations.
Some complexity theorists would argue that the managed
change perspective that underpins this book is fundamentally
flawed. They would do so because it focuses on management of
complexity and renewal through environmental analysis and
programmatic initiatives that advance internal and external
alignment, and through them the accomplishment of the goals of
the change. Those who adopt a complexity perspective would
view the change leader’s job as one of creating conditions and
ground rules that will allow for innovation and efficiency to
emerge through the encouragement of the interactions and
relationships of others.
Advocates believe this approach can unleash energy and
enthusiasm and allow naturally occurring patterns to emerge
that would otherwise remain unseen (i.e., they self-organize into
alignment). Vision and strategy are still valued by complexity
theorists because they can supply participants with a sense of
the hoped-for direction. However, they are not viewed as useful
when they attempt to specify the ultimate goal.
A close review of the complexity ideas, though, shows that this
perspective is not far from the one advocated by this book. This
book adopts an open systems perspective and argues that the
environment is characterized by uncertainty and complexity and
that organizations are more likely to be successful over time if
they develop adaptive capacities. This means that openness to
new ideas and flexibility need to be valued and that
organizations need to learn how to embrace the ideas, energy,
and enthusiasm that can be generated from change initiatives
that come from within the organization. The book recognizes
the value that teams (including self-managed teams) can
contribute to successful change, from needs assessment to the
development of initial ideas and shared vision through to
strategy development and implementation. Further, it
acknowledges that too much standardization and reduction of
variance could drive out innovation. Finally, it notes that
greater uncertainty and ambiguity gives rise to greater

35. uncertainty over how things will ultimately unfold, thereby
highlighting the importance of vision and strategy as directional
beacons for change initiatives as opposed to set directives or
rules.
An important idea that comes from Stacey’s Complexity Theory
is that small changes at key points early on can have huge
downstream effects. But can one predict with any certainty
where those changes and leverage points will be or what
downstream results will emerge as the result of actions we take
today? Often the answer is no. Motorola likely had no clear idea
where wireless technology would take the world when it began
work on cellular phone technology in the 1960s. Likewise,
Monsanto probably had little sense of the magnitude of the
marketplace resistance that would build for genetically modified
seeds when its research and development program was initiated
in the 1980s.
We may not be able to predict precisely what will transpire over
the long term, but we can make complex and uncertain futures
more understandable and predictable if we do our homework in
an open systems manner, look at data in nonlinear as well as
linear terms, engage different voices and perspectives in the
discussion, and rigorously consider different scenarios and
different approaches to envisioning what the future might look
like.
When organizations do this, they are likely to get a sense of
what is possible from a visionary, directional, and technological
perspective. Further, through the engagement and involvement
of many, change leaders are in a strong position to initiate
change with a shared sense of purpose. They are also more
likely to have identified critical actions and events that must
occur and where some of the potentially important leverage and
resistance points exist. As a result, they are more aware of how
things may unfold and are in a stronger position to take
corrective or alternative action as a result of their ongoing
monitoring and management of the process.36 As well, change
agents will recognize the importance of contingency planning as

36. unpredictable, unplanned events occur.
It may not be possible to predict absolute outcomes. However, it
is possible to generally predict where an organization is likely
to end up if it adopts a particular strategy and course of action.
The identification of the direction and the initial steps allow an
organization to begin the journey. Effective monitoring and
management processes allow leaders to make adjustments as
they move forward. The ability to do this with complex change
comes about as the result of hard work, commitment, a suitable
mindset (e.g., openness and flexibility), relevant skills and
competencies, appropriate participation and involvement
approaches, access to sufficient resources, and control and
signaling processes. In the end, the authors of this book
subscribe to the belief that “Luck is the intersection of
opportunity and preparation.”37
Summary
In this chapter, change agents learned about five different
organizational models that will help them to develop a well-
grounded sense of what needs to change in an organization. This
book uses Nadler and Tushman’s model as its main framework.
The model focuses on achieving congruence among the
organization’s environment, strategy, and internal
organizational components to achieve desired outcomes. In
addition, it helps managers categorize the complex
organizational data that they must deal with. It examines the
tasks, people, structures, and culture of organizations. Finally,
it fits neatly into a process approach to organizational change,
helping to merge what needs to be changed with the process of
how change might occur.
While the book relies on both Nadler and Tushman’s framework
and the Change Path Model, change leaders must be particularly
sensitive to the dynamic nature of organizations, to the need for
multiple levels of analysis, and to the shifts that organizations
make over time. Sterman’s, Quinn’s, and Greiner’s models take
a systems’ perspective and are presented to reinforce subtle
differences in focus. As well, we discuss Stacey’s Complexity

37. Theory. This theory challenges a simple goal-oriented approach
that many change managers might take and encourages an
emergent view of organizations.
Change leaders must recognize the assumptions and biases
underlying their analysis and whether the assumptions they
make limit their perspectives on needed change. Their diagnosis
should recognize the stage of development of the organization
and whether it is facing evolutionary, incremental change, or, at
the other end of the change continuum, revolutionary, strategic
change. By developing an in-depth and sophisticated
understanding of organizations, change leaders will appreciate
what has to be done to enhance an organization’s effectiveness.
See Toolkit Exercise 3.1 for critical thinking questions for this
chapter.
Key Terms
Open systems perspective considers the organization as a set of
complex, interdependent parts that interacts with the external
environment to obtain resources and to transform the resources
into outputs.
Models of Organizations
Nadler and Tushman’s Congruence Model—views organizations
as composed of internal components (tasks, designed structures
and systems, culture, and people). The model states higher
effectiveness occurs when the organization is congruent with its
strategy and environment. This model forms the framework for
this text.
Sterman’s Systems Dynamics Model—describes organizations
as interactive, dynamic, and nonlinear as opposed to the linear,
static view that many individuals hold of organizations.
Quinn’s Competing Values Model—describes organizations as
based on opposing values: flexibility versus control and
external versus internal. These two dimensions lead to four
competing views of organizations: the Human Resources View,
the Open Systems View, the Rational Economic View, and the
Internal Process View.
Greiner’s Model of Organizational Growth—hypothesizes that

38. organizations move through five states of growth followed by
five stages of crisis.
Stacey’s Complexity Theory—argues that organizations are
webs of nonlinear feedback loops that connect individuals and
organizations that can lead to self-organization and alignment
among parts.
End-of-Chapter Exercises
Toolkit Exercise 3.1
Critical Thinking Questions
Please find the URLs for the videos listed below on the website
at study.sagepub.com/cawsey3e.
Consider the questions that follow.
1. How Organizations Change: Henrik Marten—7.07 minutes
Presentation by H. Marten on how learning is necessary for
organizational change.
· Explain Marten’s key takeaways about how an organization
can best learn.
· Discuss any change experience you’ve had and how it may
compare to Marten’s description of organizational learning.
2. Eddie Obeng: Smart Failure for a Fast-Changing World—
12:33 minutes
Obeng talks about our ever-changing world, how our learning
has changed and the importance of smart failures.
· Describe how you perceive failure.
· Describe how others you’ve worked with in the past have dealt
with failure in themselves as well as people around them.
· Discuss how you might begin changing an organization to treat
failure as learning, as Obeng describes in the video.
Please seestudy.sagepub.com/cawsey3efor access to the videos
and downloadable template of this exercise.
Toolkit Exercise 3.2
Analyzing Your Organization Using Nadler and Tushman’s
Congruence Model
Use the congruence model to describe your organization or any
organization you are familiar with.
1 Describe the key input factors that influence the organization:

39. 1 The external environment (including political, economic,
social, technological, and ecological factors).
2 The organization’s history (including its culture) and the
resources it has access to.
2 What is the strategy of the organization? Is it in line with the
organization’s environmental inputs and its history (including
its culture) and resources?
3 Are the components of the transformation processes well
aligned with the input factors and the strategy? These elements
include:
1 The work
2 The formal organization
3 The people
4 The informal organization (part of which is the culture that
manifests itself in different parts of the organization)
5 How do they interact with one another in ways that influence
the outputs produced by the organization?
4 What outputs are being achieved? Are these the desired
outputs?
5 When you evaluate your organization’s outputs at the
individual, group, and organizational levels, what issues should
the organization address?
6 Are there any aspects of how your organization works that
you have difficulty understanding? If so, identify the resources
you would need to access to help with this analysis.
7 Use your answers to fill in the visual model.
Exercise 3.2
Please seestudy.sagepub.com/cawsey3efor a downloadable
template of this exercise.
*For an interesting perspective on the relational aspect of an
informal system, see either M. Hutt, et al., “Defining the Social
Network of a Strategic Alliance,” Sloan Management Review
41, no. 2 (2000): 51–62, or D. Krackhardt and J. R. Hanson,
“Informal Networks: The Company Behind the Chart,” Harvard
Business Review 74, no. 4 (1993): 104–111.

40. †The determination of the size of the change is, of course,
somewhat dependent upon organizational level and perspective.
An incremental change, according to a CEO, may well be
viewed as transformational by the department head that is
directly affected by the change.
‡Eisenhardt believes that organizations can force incremental
change by “time pacing”—setting up targets and deadlines that
require regular periodic change. See S. Brown and K.
Eisenhardt, “The Art of Continuous Change: Linking Stacey’s
Complexity Theory and Time-Paced Evolution in Relentlessly
Shifting Organizations,” Administrative Science Quarterly 42,
no. 1 (1997): 1–34, or K. Eisenhardt and B. N. Tabrizi,
“Accelerating Adaptive Processes: Product Innovation in the
Global Computer Industry,” Administrative Science Quarterly
40, no. 1 (1995): 84–110.
This multimedia product and its contents are protected under
copyright law. The following are prohibited by law:
• any public performance or display, including transmission of
any image over a network;
• preparation of any derivative work, including the extraction,
in whole or in part, of any images;
• any rental, lease, or lending of the program.
Chapter Seven:
The Environment
*

41. *
OverviewChapter Seven examines the following topics: The
meaning and significance of ecology The traditional business
attitudes toward the environment The moral problems
underlying business’s abuse of the environment The costs of
environmental protection The methods for pursuing
environmental goals Some deeper questions of environmental
ethics
Moral Issues in Business
Chapter 7
*
IntroductionThe effects of environmental recklessness by
manufacturing, industry, and consumers are now being seen.
Humankind has scarred the globe, polluted the air, contaminated
the soil, and used up the resources. What are the responsibilities
of businesses regarding the environment, plants and animals,
and all other resources?
Moral Issues in Business
Chapter 7
*

42. “A home that was flooded with toxic sludge following the coal-
ash spill at the Kingston Fossil Plant in Tennessee. Even if an
environmental calamity like this does not directly affect our
lives, should it still be a cause of concern?”
*
Business and EcologyDefinition of ecology: The science of the
interrelationships among organisms (especially humans) and
their environments.Ecosystems: A total ecological community,
both living and nonliving, webs of interdependency structure
ecosystems – a change in one element can have ripple effects
through the system.Business inevitably intrudes into ecosystems
as it produces the things we want – but not all or all kinds of
intrusions are justifiable.
Moral Issues in Business
Chapter 7
*
Business’s Traditional Attitudes Toward the
EnvironmentTraditionally, business has regarded the natural
world as a free and unlimited good – pollution and the depletion
of natural resources is the result. The “tragedy of the

43. commons”: Damage to the environment can also be explained as
the result of a situation in which each person’s or business’s
pursuit of self-interest can make everyone worse off – the
reverse of Adam Smith’s invisible hand.
Moral Issues in Business
Chapter 7
*
Business’s Traditional Attitudes Toward the
EnvironmentSpillover: Unintended costs to third parties from
transactions; also called “externalities” In viewing things
strictly in terms of private industrial costs, business overlooks
spilloverSo business often derives a profit from a product
without considering the overall social cost – the damage the
product or the production process has caused to the environment
and human populations
Moral Issues in Business
Chapter 7
*
The Ethics of Environmental ProtectionThe “free rider”
problem: Protecting the environment is in everyone’s self-
interest, but a company may rationalize (unfairly) that the little
bit it adds to the total pollution problem doesn’t make any

44. difference.So, it benefits from the efforts of others to prevent
pollution but “rides for free” by not making the same effort
itself.Some philosophers maintain that every human being has a
right to a livable environment.
Moral Issues in Business
Chapter 7
*
The Ethics of Environmental ProtectionQuestions about the
costs of pollution control:What kind of environment do we
want?What is required to bring about the kind of environment
we want?The costs of pollution control: Determining the cost of
pollution control requires cost-benefit analysis – which is
difficult because it involves controversial factual assessments
and value judgments.
Moral Issues in Business
Chapter 7
*
The Ethics of Environmental ProtectionEcological economics: A
new discipline, which attempts to expand the boundaries of
environmental cost-benefit analysis.It calculates the value of an
ecosystem in terms of what it would cost to provide the benefits
and services it now furnishes us.For example, the worth of a

45. wetland in terms of the cost of constructing structures that
provide the same flood control and storm protection that natural
wetlands do.
Moral Issues in Business
Chapter 7
*
The Ethics of Environmental ProtectionWho should pay the
cost? This is a question of social justice. Two popular answers
are currently in circulation: Those responsible for causing the
pollution ought to payThose who stand to benefit from
protection and restoration should pick up the tab
Moral Issues in Business
Chapter 7
*
The Ethics of Environmental ProtectionThose responsible:
Business has profited greatly from treating the environment as a
free good, but consumers have paid lower costs for
products.Some would blame consumers, not businesses, for
pollution because they create demand for products whose
production impairs the environment.But, this argument fails to
recognize the deep-rooted causes of pollution – population
growth, increasing urbanization, and rising affluence.

46. Moral Issues in Business
Chapter 7
*
The Ethics of Environmental ProtectionThose who would
benefit: Critics of this argument point out that every individual,
rich or poor, and every institution, large or small, stands to
benefit from environmental protection and restoration, albeit
not necessarily to the same degree.The problem: If pollution
concerns all of us to a different degree, how would we
determine the amount individuals and companies should pay,
based on the degree to which they benefit?
Moral Issues in Business
Chapter 7
*
Achieving Our Environmental GoalsRegulations: The use of
direct public (state and federal) regulation and control in
determining how the pollution bill is paid. Four drawbacks:
Requiring firms to use the strongest feasible means of pollution
control is problematic. Although regulations treat all parties
equally, this often comes at the cost of ignoring the special
circumstances of particular industries and individual firms.
Moral Issues in Business

47. Chapter 7
*
Achieving Our Environmental Goals
3) Regulation can take away an industry’s incentive to do more
than the minimum required by law.
(No polluter has an incentive to discharge less muck than
regulations allow. No entrepreneur has an incentive to devise
technology that will bring pollution levels below the registered
maximum.)
(4) Regulation can also cause plants to shut down or relocate.
Moral Issues in Business
Chapter 7
*
Achieving Our Environmental GoalsIncentives: A widely
supported approach to the problem of cost allocation for
environmental improvement through government investment,
subsidy, and general economic incentive (e.g. by means of tax
cuts, grants or awards).The advantage is that it minimizes
regulatory interference and coercion. The disadvantage is that it
moves slowly, pays polluters not to pollute, and is not always
cost-effective.
Moral Issues in Business

48. Chapter 7
*
Achieving Our Environmental GoalsPricing mechanisms: Also
called effluent charges, they spell out the cost for a specific
kind of pollution in a specific area at a specific time. Prices are
tied to the amount of damage caused so may vary from place to
place and time to time. Pollution permits: Allow companies to
discharge a limited amount of pollution or trade pollution
“rights” with other companies.Critics argue that this approach
entails an implicit right to pollute, and reject this as immoral.
Moral Issues in Business
Chapter 7
*
Delving Deeper Into Environmental EthicsTo satisfy its
disproportionate consumption of nonrenewable resources,
America turns to foreign lands. This raises two critical moral
questions:How is the continued availability of foreign resources
to be secured?Does any nation have a right to consume the
world’s irreplaceable resources at a rate so grossly out of
proportion to the size of its population?
Moral Issues in Business
Chapter 7

49. *
“The U.S. represents 4.6 percent of the world’s population and
consumes 30 percent of the world’s refined oil. Is the U.S.
obligated to reduce its oil consumption?”
*
Delving Deeper Into Environmental EthicsObligations to future
generations: A broader view of environmental ethics considers
our duties to other societies and upcoming generations.Some
say we must respect the right of future generations to inherit an
environment that is not seriously damaged.Others argue that by
putting ourselves in the “original position,” we can balance our
interests against those of our descendants.
Moral Issues in Business
Chapter 7
*

50. Delving Deeper Into Environmental EthicsThe value of nature:
A radical approach to environmental ethics challenges the
human-centered assumption that preserving the environment is
good only because it is good for us. Adopting a naturalistic,
non-anthropocentric ethic would change our way of looking at
nature, but many philosophers are skeptical of the idea that
nature has any intrinsic value.
Moral Issues in Business
Chapter 7
*
Delving Deeper Into Environmental EthicsOur treatment of
animals: Business affects the welfare of animals very
substantially. One way is through experimentation and the
testing of products on animals. Critics such as Peter Singer
contend that most experiments and tests are unjustified on moral
grounds because animals have moral rights. Utilitarians stress
the moral necessity of taking into account animal pain and
suffering.
Moral Issues in Business
Chapter 7
*
Delving Deeper Into Environmental EthicsFactory farming:

51. Business’s largest and most devastating impact on animals is
the production of animal-related products—in particular, meat.
The economizing of the meat and animal-products industries
leads to their treating animals in ways that many reject as cruel
and immoral.Is it wrong to eat meat? The answer depends on
whether animals have moral rights, and whether and to what
extent these rights are on a par with human rights.
Moral Issues in Business
Chapter 7
*
Chapter 2 Frameworks for Leading the Process of
Organizational Change “How” to Lead Organizational Change
An organization’s ability to learn, and translate that learning
into action rapidly, is the ultimate competitive advantage.
—Jack Welch, CEO, General Electric (1981–2001)
Chapter Overview
· In this chapter we discuss frameworks that illustrate the
process of how to create organizational change; in Chapter 3 we
examine what aspects of an organization might need to be
changed. Change leaders must understand and do both.
· We present six models that provide dissimilar and
complementary insights into the process of planned, purposeful
change:
1 The first model is a basic step model, that is, the leader takes
an organization through step 1 before step 2; this is Lewin’s
three-stage model.
2 Kotter’s eight stages of organizational change provide a
highly structured, finish-one-stage-before-the-next-stage
approach to change.
3 The third model is Gentile’s Giving Voice to Values
methodology, which supports individuals taking effective

52. ethical action when a situation so demands.
4 The fourth model is Duck’s five-stage model that focuses on
people and the range of their emotional responses to change.
5 Fifth, there is a modified version of Beckhard and Harris’s
change-management model that concentrates on process issues.
6 We end this chapter with The Change Path, our four-stage
model that concentrates on process issues and is used as a
guiding framework throughout the book. The four stages of this
model are: Awakening, Mobilization, Acceleration, and
Institutionalization.
Just as an athlete needs different types of training and
equipment to play and succeed at different sports (think of the
difference between a professional baseball player and a
downhill skiing professional), so too does the change leader
need different frameworks to apply to specific situations.
These models will help change leaders articulate their approach
to leading organizational change and provide guideposts for
instituting that change.
Sweeping demographic changes, technological advances,
geopolitical shifts, and demands to be sensitive to our physical
environment are combining with concerns for security and
organizational governance to generate significant pressure for
organizational change. Awareness of the political, economic,
sociological, technological, and ecological/environmental
(PESTE) aspects of any organization’s external environment
forewarns managers for the need to pay attention to multiple
factors. Furthermore, it alerts managers to attend to their
organizations’ environmental contexts and to decide whether
they need to take some action as a result.
McDonald’s has been one of many organizations that scanned
its environment and made changes to its products as a result of
shifts in its environment. The recession of 2008 to 2009 put
pricing pressure on the restaurant business. McDonald’s
responded with a continuous stream of new products. Since
2004, it has introduced the snack wrap, several salads, specialty
coffees, and, most recently, the Angus burger, a 1/3-lb. burger.1

53. These product innovations have led to store sales increases and
improved profits. Recently, McDonald’s has embraced the
“green movement” with major initiatives in the areas of
sustainability and corporate social responsibility, and public
reporting of their progress. They also piloted the placement of
charge points for electronic vehicles in one store in 2009, and
this initiative has now been extended to a few other locations.2
One trend that has challenged McDonald’s creativity is the “eat
local” movement, where consumers are encouraged to eat
locally grown foods. In the international market, McDonald’s
has created a variety of partnerships to create a more localized
experience for its consumers. McDonald’s now offers Red Bean
Pie in Hong Kong, a Parmigiano Reggiano burger in Italy, and
Caldo Verde soup in Portugal.3 In the United States,
McDonald’s has tried to use a message about locally grown
foods in its advertising, but it has so far failed to commit to
using verifiable metrics to support these claims.4
To make these product decisions, McDonald’s managers had to
evaluate environmental shifts and assess their relevance to the
organization’s strategy and the probability of its continued
effectiveness. The healthy food trend meant that McDonald’s
needed different products and different approaches to
developing and sustaining its markets. McDonald’s executives
examined these trends and decided that product changes were
necessary. If one takes the McDonald’s example and generalizes
it to all managers, then changes in the external environment
provide important clues and cues for change leaders.
Diagnosing and understanding those clues and cues provides the
basis for a new vision and direction for change.
Each person has ideas about how organizations work. For some,
this model is explicit—that is, it can be written down and
discussed with others. However, many managers’ views of
organizational functioning are complex, implicit, and based on
their personal experiences. Deep knowledge and intuition, so-
called tacit knowledge, about the functioning of an organization
is invaluable. However, tacit knowledge or intuition is intensely

54. personal, often difficult to communicate, and almost impossible
to discuss and challenge rationally. As a result, this book takes
an explicit approach and provides ways to articulate unspoken
models of how organizations work and to use several models to
think systematically about how to change an organization.
Differentiating How to Change From What to Change
The complexity of change can be simplified somewhat by
recognizing that there are two distinct aspects of organizational
change that must be addressed. Managers must decide both How
(process) to lead organizational change and What (content) to
change in an organization. The example below highlights the
difference between the how and what of change. Imagine that
you are the general manager of a major hotel chain and you
received the following customer letter of complaint:
The list of things done poorly and the organizational issues that
exist at this hotel are extensive. Identifying this list of what
needs attention is relatively easy. The desk clerk has twice
assigned rooms that were unmade. This indicates that the system
used to record and track information on the condition of the
rooms is either nonexistent or not working properly. One
wonders if someone is responsible for monitoring the
housekeepers’ performance. There are managerial issues—a
manager promises to get back to a customer and doesn’t. There
are organizational culture issues—the excuses by the
switchboard operator and yelling by the reception person. There
are further system issues or customer service problems as
indicated by the £72 charge for a room change. There are some
service training issues—the responses by the receptionist were
variable. He was quick to send up a second room key but left
the customer standing while he turned on computers. He was
reluctant to reverse the extra room charge. There is some hint
that there might be other cultural issues that are pertinent.
However, it is not clear how the general manager should
proceed with needed changes. First off, how accurate is the
letter? Can the general manager accept it, or does he have to
investigate? Assuming the letter reflects the experiences of

55. more than one unhappy customer, then the general manager still
faces the “how” question. If the computer system for tracking
room availability does not exist, then it is relatively simple to
create and install one. However, if the system exists but is not
being used, how does the general manager get the staff to use
the system effectively? Closer supervision might work, but who
can do that and who will pay for it? Even more difficult are the
organizational and cultural issues. The norm among employees
appears to be to make excuses and to “berate” others when
things go wrong. A manager can tell employees that these
behaviors are inappropriate, but how does one persuade
employees not to respond abusively? And how will the general
manager know if and when the changes are implemented? Is
there a system in place to track customer and employee
satisfaction? Are these several systems worth the cost they
impose on the organization?
Clearly, managers must know what needs to change. However,
how to go about making change happen requires careful thought
and planning. The models provided below help you think about
the process of change and how to make it happen.
A Letter of Complaint
Dear Sir:
As a customer of yours, I wanted to provide you with our
experiences at ATMI, your London, England, hotel.* I have
reflected on my experience and decided to provide you with
feedback—particularly given your promise on your website—
the Hospitality Promise Program.
My wife and I arrived around 10 p.m. after a flight from North
America and the usual tiring immigration procedures, baggage
check, and finding our way to your hotel. The initial greeting
was courteous and appropriate. We were checked in; the desk
person asked if we wished a room upgrade. After I clarified that
this would cost money, I declined that proposal.
We then went to our room on the 3rd floor, I believe, and
discovered it was a disaster, totally not made up. I phoned the
switchboard and was put through to reception immediately.